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dc.contributor.authorHerbert, David M. Q.
dc.date.accessioned2018-08-07T17:37:34Z
dc.date.available2018-08-07T17:37:34Z
dc.date.issued2012
dc.identifier.urihttp://hdl.handle.net/11122/9116
dc.descriptionThesis (Ph.D.) University of Alaska Fairbanks, 2012
dc.description.abstractThe purpose of this study is to determine if a particular type of school board culture is predictive of Alaskan public school superintendents' intention to leave their positions. Cameron and Quinn's four types of organizational culture---hierarchy, market, clan, and adhocracy---serve as the model for the study, which surveyed Alaska's public school superintendents during the 2010-2011 school year. The 47 participants completed the Anticipated Turnover Scale and the Organizational Culture Assessment Instrument. A correlational analysis was utilized to assess what relationship might exist between anticipated turnover and superintendents' perceptions of their school board culture. No statistically significant correlations were found for any of the specific organizational types and superintendents' intention to quit their job. The findings do not discount the potential for school board culture to impact superintendents' intention to leave their positions; rather they suggest directions future research might take in reframing and exploring this question.
dc.subjectEducational leadership
dc.subjectEducational administration
dc.titleAlaskan Superintendent Turnover: Is There A Correlation Between Anticipated Turnover And The Organizational Culture Of School Boards In The State Of Alaska
dc.typeThesis
dc.type.degreephd
dc.identifier.departmentSchool of Education Graduate Program
dc.contributor.chairJacobsen, Gary
dc.contributor.committeeBarnhardt, Ray
dc.contributor.committeeLaster, Mary
dc.contributor.committeeJorgensen, Spike
refterms.dateFOA2020-03-05T16:44:04Z


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